Employees might be professional, qualified and experienced, but they're still human and still susceptible to emotions better left outside the workplace. Jealousy, anger, fear, sullenness and worry can occur in business environments at any time, but these negative emotions are exacerbated when favouritism takes place. Before indulging in workplace favouritism, consider how your actions might affect other workers.
Favouritism in the workplace means giving preferential treatment to one or more employees. Preferential treatment can be intentional; for example, an employer could assign the choicest responsibilities to the most veteran worker or hotshot upstart by explaining that his abilities justify the extra attention and tasks. Preferential treatment can also be subconscious; for example, employees might notice that an older male supervisor seems to treat young female workers with friendly smiles and encouragement while benignly ignoring male workers in the hallways.
One of the primary effects of workplace favouritism on employees is resentment. Workers feel that, no matter how hard they work, it won't matter because preferred employees will always get better benefits, more attention and greater opportunities. Employees often resent the special worker, treating her with unkindness and gossiping about reasons for preferential treatment. Workers also resent their employer, becoming less willing to participate actively in the company mission.
If employees feel that they're being passed over for new responsibilities or promotions because all goodies are funnelled toward favourite workers, lower motivation results. Employees slack off, taking less care with assigned duties and being more reluctant to volunteer for additional tasks. This results in lower productivity, missed deadlines and lower overall morale.
Employees sometimes take legal action against employers who engage in egregious favouritism, citing preferential treatment based on gender or ethnicity. If workplace favouritism is widespread, for example, an employer offers preferential treatment to workers based on sexual favours, employees could cite a hostile work environment. This can lead to serious repercussions, including court fees, restitution awards and loss of professional reputation.
If you're an employer engaging in preferential treatment of employees, it's time to stop. Signs that you're promoting favouritism include spending extra time with preferred workers, overlooking mistakes made by favourite employees and assigning perks to employees because you like them. If you're an employee working in an environment where a boss is practicing favouritism, double-check your impressions by looking for specific examples of preferred treatment. Once you've confirmed that this is a problem in your workplace, visit the personnel department with your examples. Explaining the situation in a concise, professional way gives you more credibility; be careful not to make rash accusations.